Ahmed Mostafa

Datos Biográficos

ID4453480
NOMBREAhmed Mostafa
NOMBRESAhmed
APELLIDOMostafa
FIRMAMOSTAFA A
AFILIACIONESUniversity of Leeds
ORCID0000-0001-5701-1630
VERIFICADOSí
TOTAL DE OBRAS11
TOTAL DE CITAS44
TOTAL COMO AUTOR11
TOTAL COMO EDITOR0
PRIMER AÑO DE PUBLICACIÓN2013
AÑO MÁS RECIENTE DE PUBLICACIÓN2026
ÍNDICE H4

  • High Involvement Work Practices and Employee Well-Being in the Public Sector

    Ahmed Mostafa, Suhaer Yunus et al.ARTICLEInternational Journal of Public…2026

    Addressing calls for research on the HRM-well-being association in the public sector, this study examines whether the relationship between high involvement work practices (HIWP) and both work engagement and emotional exhaustion is contingent on supervisors’ public values-focused transactional leadership (PVTL). Drawing on self-determination theory (SDT), the study proposes that HIWP will improve employees’ sense of well-being when their superviso…

  • Comparison of Social Anxiety, Positive and Negative Perfectionism, and Quality of Life between Girls with Body Dissatisfaction and Normal Girls

    Open AccessAtefeh Mortezagholi, Amir Maghsoudi et al.ARTICLESociology Mind2025Referencias: 1

  • Investigation of the Relationship between Metamemory, Metacognition, and Academic Vitality with Academic Procrastination among Students

    Open AccessFatemeh Ghaffari, Mahdi Mohammadi et al.ARTICLESociology Mind2025

  • The double-edged sword of online access to work tools outside work

    Open AccessMartina Hartner-Tiefenthaler, Ahmed Mostafa et al.ARTICLEFrontiers in Public Health2023

    Introduction: (OAWT), which can be seen as a double-edged sword fostering positive as well as negative aspects of flexibility. In our study, we investigated how OAWT relates to different forms of flexible working, work interrupting nonwork behaviors and job satisfaction. Method: We used a randomized sample of 758 Austrian employees from a broad range of organizations and tested the hypotheses by means of structural equation modeling. Results: Our…

  • The Moderating Role of Self-Sacrificing Disposition and Work Meaningfulness on the Relationship Between Work-Family Conflict and Emotional Exhaustion

    Open AccessAhmed MostafaARTICLEJournal of Happiness Studies2022

  • Examining the Boundaries of Ethical Leadership

    Open AccessAhmed Mohammed Sayed Mostafa, Ahmed Mostafa et al.ARTICLEJournal of Business Ethics2021

    In recent years, scholars have sought to investigate the impact that ethical leaders can have within organisations. Yet, only a few theoretical perspectives have been adopted to explain how ethical leaders influence subordinate outcomes. This study therefore draws on social rules theory (SRT) to extend our understanding of the mechanisms linking ethical leadership to employee attitudes. We argue that ethical leaders reduce disengagement, which in…

  • New Public Management reforms in Europe and their effects

    Open AccessGerhard Hammerschmid, Steven Van De Walle et al.ARTICLEInternational Review of…2019Citada por: 10Referencias: 29

    This article assesses the impact of New Public Management (NPM)-style reforms in European countries as perceived by top public sector officials. Using data from an executive survey conducted in 20 European countries, we look at the relationship between five key NPM reforms (downsizing, agencification, contracting out, customer orientation and flexible employment practices) and four dimensions of public sector performance: cost efficiency, service…

  • Organizational goal ambiguity and senior public managers’ engagement

    Open AccessRhys Andrews, Ahmed Mohammed Sayed Mostafa et al.ARTICLEInternational Review of…2019Citada por: 4Referencias: 51

    The Job Demands–Resources model highlights that aspects of the work environment that place high demands on employees are job stressors, which can reduce their levels of engagement with their work and organization. By contrast, social support for employees is a resource that can sustain their engagement and enable them to cope with high demands. We analyse the separate and combined effects of two key job demands and resources on the engagement of …

  • When Bureaucracy Matters for Organizational Performance

    Open AccessRhys Andrews, George A Boyne et al.ARTICLEPublic Administration2017Citada por: 10Referencias: 13

    Administrative intensity is arguably a major determinant of public service performance. Although a large administrative function might constitute a bureaucratic burden, it could also enable organizations to better coordinate key activities. In particular, administrative intensity may strengthen or weaken the performance effects of other key organizational characteristics, such as size and task complexity. To explore these ideas, we analyse the se…

  • High‐Performance Human Resource Practices and Employee Outcomes

    Open AccessAhmed Mohammed Sayed Mostafa, Ahmed Mostafa et al.ARTICLEPublic Administration Review2015Citada por: 10Referencias: 15

    This article responds to recent calls for research examining the mechanisms through which high‐performance human resource practices ( HPHRPs ) affect employee outcomes. Using the theoretical lens of social exchange and process theories, the authors examine one such mechanism, public service motivation, through which HPHRPs influence employees’ affective commitment and organizational citizenship behaviors in public sector organizations. A sample o…

  • Civic Duty and Employee Outcomes

    Open AccessJulian Gould‐Williams, JULIAN S GOULD‐WILLIAMS et al.ARTICLEPublic Administration2013Citada por: 10Referencias: 16

    This article tests the impact of two organization‐relevant factors, high commitment human resource practices ( HCHRP ) and work overload on a component of public service motivation, civic duty and employee outcomes (job satisfaction, affective commitment, and quit intentions). Local government employees in Wales (n=1,755) were used to test our research hypotheses. Results show that both HCHRP and work overload had direct and indirect affects (via…